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Relevance of herzberg and m.c. gregor theories of motivation
Stress and its impact on work performance
Stress and its impact on work performance
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My essay will focus on the introduction, the two motivational theories, the importance and consequences of teachers’ job satisfaction on how teachers will derive job satisfaction and dissatisfaction in teaching profession. Any disgruntled teachers who are not satisfied with their job, will not be committed and productive. Such teachers can’t be expected to perform at the best of their capabilities if they are not satisfied. Therefore, the essay will make emphasis on job satisfaction and dissatisfaction and concentrate on the Herzberg and Maslow theories, which they are “theory of needs and two factor theory or sometimes called “two hierarchy of needs.”
Therefore, job satisfaction and dissatisfaction will be discussed from theory of Maslow called “the theory of needs” and Herzberg’s theory is known as “two factor theory” or “hygiene theory”. In this regard, job satisfaction and dissatisfaction will critically assume that the school as an organisation manage the efficiency and the effectiveness of the teachers and school performance. In other to increase the effectiveness of school, teacher’s needs have to be met and this can be done through Herzberg and Maslow theory and this will have positive impacts on student’s educational achievement or learning outcomes and school academic performance. To support this, Herzberg, Mausner and Snyderman (1995), argued that, “in other to boost the productivity of employees in particular and organisation in general, it is important to increase the effectiveness of employees at work, so then the employees have positive attitudes towards their jobs.” Another scholar cited that, “the attitudes of employees towards their jobs and life do have an effect on the grade of job satisfaction they have (Her...
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Hulin C.L., Judge T.A. Job attitudes. // Handbook of psychology: Industrial and organizational psychology. – NY: Wiley, 2003. - pp. 255-276
Judge T.A., Klinger R. Job satisfaction: Subjective well-being at work // M. Eid, R. Larsen (Eds.). The science of subjective well-being - New York: Guilford Publications, 2007. - pp. 393-413..
Locke, cited in Brief, A. P., Weiss, H. M. Organizational behaviour: affect in the workplace // Annual Review of Psychology, vol-53, p.279-307
Maslow, A. H. (1943) A theory of human motivation // Psychological Review, July, 370-396.
Syptak, J.M, Marsland, D.W, and Ulmer, D. (1999). “Job Satisfaction: Putting Theory into Practice”. American Academy of Family Physicians from http://www.aafp.org/fpm/991000fm/26.html
Stone, R.J. (1998). “Human Resource Management (3rd Edition)”. Jacaranda Wiley Ltd, Queensland, Australia.
Aamodt, M.G. (2010). Industrial / Organizational Psychology: An Applied Approach. Belmont, CA: Wadsworth Cengage Learning
Mossler, R. A. (2013). 8.4 Motivation and Job Satisfaction. In Adult Development and Learning. Retrieved from https://content.ashford.edu/books/AUPSY202.13.1/sections/sec8.4
Satisfaction, feeling of accomplishment and happiness, which are reached in work-life, affect the daily life of a person. In contrast to this condition, dissatisfaction, failure and unhappiness in the work-life may cause some psychological issues. One of th...
Based off of the gratification an individual contains towards their work is job satisfaction. The productivity could either be positive or negative while the relationship between the productivity and satisfaction may not be consistent. There are multiple internal and external factors of job satisfaction that can impact the behavior of an employee and engagement over time. The way the worker’s attitude concerning their field effects the performance they perform on a daily basis. One who is satisfied with the job they maintain, succeed at what they do. “It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw
The job satisfaction is the most widely investigated job attitude an d as well as the most extensively researched subjects for the different organization and industrials. Most of motivational theories have represented or focus on the job satisfaction toward the job and productivity of the employees as well as many job satisfaction theories have tried to explain it’s influences toward the job responsibility such as Maslow’s Hierarchical of needs theory(1943), Hertzberg’s two factors theory (1968), Adam’s equity theory (1965), Job Characteristics Model, Locke’s (1976) Range of Affect Theory, Porter and Lawler’s (1968) modified version of Vroom’s (1964) VIE Model etc.
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
The first theory is the two-factor theory which was suggested by Fred Herzberg. "Herzberg was one of the first to suggest a model of the motivational properties of task design based on his two-factor theory of satisfaction." (Mowday & Steers) The study he conducted found that factors that led to satisfaction were different from those factors that led to dissatisfaction. For Herzberg's theory the two factors that effect motivation in the workforce are motivator factors and hygiene factors. Motivator factors, which were determined to be the satisfiers, dealt with the content of the job such as advancement, recognition, responsibility, and achievement. The dissatisfiers or hygiene factors pertained to job security, policies, working conditions, relationships with personnel. So according to Mowday and Steers, if one wishes to improve motivation and satisfaction, jobs should be designed to allow greater scope for personal achievement and recognition, more challenging and responsible work, and increased opportunities for advancement and growth.
In my twelve years of teaching experience, one thing that most of my colleagues have struggled with at some point in their career has been classroom management. Classroom management is one many keys to instructional success. Unfortunately, many have left the teaching field due to lack of knowledge of classroom management best practices.
I learnt about the importance of motivation and empowerment of employees in an organization. The motivational forces are of two types. One is extrinsic motivational forces and the other one is intrinsic motivational forces. These forces drives an individual to pursue a desired goal or an objective. Then we also discussed about the simple model of motivation. According to this simple model of motivation, first comes the arousal of need, then comes the behavior, then in the end comes the rewards. First the individuals determine their desires to fulfill their needs. Then comes the actions or activities through which they fulfill these needs. Final, comes the rewards that are received according to the performance of the individuals. If the feedback received is good, the individual will continue to perform in the same manner. I also There are two types of rewards including intrinsic rewards and extrinsic rewards. The intrinsic rewards involve the internal satisfaction of the individuals after performing well in the tasks or objectives. The extrinsic rewards include bonuses, promotion etc. I also learnt about the different theories presented on the needs. The first theory is hierarchy of needs. According to this theory, the needs of the individuals are present in a hierarchical manner, first coming the most essential need to be fulfilled. The first includes the physiological needs, then safety needs, then belongingness needs, esteem needs and in the end comes the self-actualization needs. The other theories that were discussed includes Herzberg’s t...
Levy, Paul E. Industrial Organizational Psychology. New York: Worth, 2013. Print. The. Laird, Dugan, Sharon S. Naquin, and Elwood F. Holton.
All effective educators need to find ways to motivate their students. The kids that fill our classrooms have different strengths and weaknesses. It is critical that teachers recognize the strengths and weaknesses of their students so they can use the right classroom management strategies to motivate their kids. In this particular case, the student named Jodie is inattentive and uninterested and neither the teacher intern or classroom teacher have a clue how to handle this situation. Ms. Marcia Thomas, who is the young intern feels that Jodie is just a problem child that lacks motivation and there is nothing she can do for this particular student. Ms. Thomas and the lead teacher Ms. Egan both lack the needed classroom management strategies that are necessary to motivate and engage students in a positive learning environment.
The problem of job dissatisfaction is a global workplace issue. Although Americans are happier in their jobs, satisfaction in the United States is declining due to downsizing and overburdening. (Robbins & Judge, 2009). Before outlining job dissatisfaction a definition of job satisfaction is needed. Job satisfaction is “[an] individuals’
Job satisfaction was an evaluative reaction to the organization. It may be a psychological contract between the worker and the demands of the workplace that was influenced by personal needs, values, and expectations (Bloom, 2010). “Job satisfaction was a measure of an employee’s “overall attitude towards his job, whether he likes or dislikes it” (Smith & Shield, p 190). Blau (1964) focused on the relationship between the organization and its employees. Social exchange theory assists employees form general insight about the mindset of the organization toward them from policies and procedures were endorsed by individuals of the organization (Whitener, 2001). High-performance work practices may positively affect employee-organization relationship
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
Satisfaction can be defined as psychological state of how an individual feels towards work, in other words, it is people’s feelings and attitudes about variety of intrinsic and extrinsic elements towards jobs and the organizations they perform their jobs in. The elements of job satisfaction are related to pay, promotion, benefits, work nature, supervision, and relationship with colleagues (Mosadeghard, 2003). Employees’ satisfaction is considered as all around module of an organization’s human resource strategies. According to Simatwa (2011) Job satisfaction means a function which is positively related to the degree to which one’s personal needs are fulfilled in the job situation. Kuria (2011)